So you’ve made the decision to offer your leaders Executive Coaching to help them reach their potential as Leaders. Congratulations! It’s a great idea. I wanted to touch base to share some of the ways employers (aka coaching sponsors) can maximise the benefits of the coaching experience for both the organisation and the coachee.
Here’s a few connection techniques the Molto Bene team have used to make sure we deliver the most valuable Executive coaching outcomes for our clients across the resources, healthcare, mining, education, finance and utilities sectors.
Provide access: Offering the coach greater access to the organisation allows them to understand its dynamics, challenges, and leadership models. This understanding enhances the coach's ability to provide effective feedback and support the executive's development. It also helps in gaining insights into the client's interactions with different groups and individuals within the organisation.
Reinforce credibility: As a sponsor, it's important to communicate your trust and confidence in the coach. By actively endorsing the coach and highlighting their skills and integrity, you contribute to building a strong partnership between the coach and the organisation.
Set clear expectations: Clearly defining the scope of work and expectations for the coaching engagement is essential. Avoid expanding the coach's role without proper communication, as it can lead to confusion and compromised trust. Carefully communicate any changes to stakeholders to ensure transparency and avoid conflicts of interest.
Prevent stakeholder meddling: Some stakeholders may attempt to influence the coaching process to serve their own agendas. Sponsors can establish clear boundaries and communicate the importance of not interfering or manipulating the coach's evaluations. This helps maintain the integrity and objectivity of the coaching relationship.
Avoid power struggles: Be mindful of the power dynamics that may arise among different internal stakeholders. Coaches should be cautious not to flaunt their connections or special status. Sponsors can support this by not over-promoting the coach in a way that creates a threat perception. Emphasise that the coach is there to support development rather than exercise power.
Overall, by following these guidelines, organisations can lay a solid foundation for executive coaching engagements, leading to more successful outcomes. Reach out to the Molto Bene team if you would like to learn more about how we can help set your leaders up for success through Executive Coaching.